Journal of Theoretical Social Psychology最新文献

In three preregistered studies, we investigated whether positive and negative organ donation attitudes, intentions, as well as general prosocial behavioral intentions, could be influenced by inducing motivational harmony—the sense that things are going well in life. In Study 1, we examined correlations between motivational harmony, organ donation attitudes, intentions, and prosocial behavioral intentions. Study 2a represented an attempt to assess the malleability of motivational harmony using two different autobiographical recall tasks. The successful induction was utilized in Study 2b, designed to assess whether increasing motivational harmony caused changes in organ donation attitudes, intentions, and prosocial behavioral intentions. This study used a Solomon post-group design, where participants were randomly assigned to receive the scale assessing the proposed mediator (i.e., motivational harmony) or to receive the dependent variables directly after receiving the induction. These studies focused on attitudes and intentions to register oneself as an organ donor after death. Although no direct effects on donor outcomes were identified, the motivational harmony induction task indirectly increased organ donation registration intentions through increased motivational harmony. Moreover, there was both a direct relationship of the motivational harmony induction on prosocial behavior intentions and an indirect association through increased motivational harmony. These findings have theoretical implications for the construct of motivational harmony, as well as practical applications for the promotion of organ donation and prosocial behavior.

People often remotely observe when others resist and reject persuasive messages. Two studies examined participants' perceptions of two strategies, counterarguing and source derogation that people commonly use when resisting persuasive attempts. Additionally, the target resisted a message with which the participants either agreed or disagreed (Studies 1 and 2) and one which contained either strong or weak logic (Study 2). In both studies the strategy of source derogation was evaluated more negatively than counterarguing. Additionally, participants evaluated the target more negatively when he resisted a message with which the participants agreed, even when the target resisted using counterarguing or strong logic. The implications of these different perceptions of attitude resistance techniques is discussed.

The impact of collective narcissism on intergroup and intragroup relations has seen a recent surge in attention. Since collective narcissism is a relatively new topic of study, with only a single published measure, its structure and composition require further investigation. A pilot study investigated a multidimensional model of collective narcissism and identified four factors: entitlement/exploitativeness, dominance/arrogance, apathy, and admiration. Study 1 (a) provided construct, convergent, and discriminant validity and (b) demonstrated that the factors differentially predict various responses in the intergroup context. Study 2 demonstrated the four-factor solution's statistical and theoretical superiority to a single-factor solution when predicting behavior in the intergroup context. Studies 3 and 4 supported the importance of a multidimensional structure to predict intergroup and intragroup behavior. Study 3 revealed that apathy and entitlement/exploitativeness were particularly responsible for negative intergroup and intragroup responses after ingroup failure, whereas Study 4 demonstrated that dominance/arrogance was critical to understand ingroup-enhancing responses. This multidimensional framework contributes theoretical clarity and nuance to the range of narcissistic motivations and responses in the group context. We discuss the importance of a multidimensional approach to collective narcissism and outline its complex relation with a number of intergroup processes, including group identification, ingroup loyalty, and outgroup hostility.

Research on national collective narcissism, the belief and resentment that a nation's exceptionality is not sufficiently recognized by others, provides a theoretical framework for understanding the psychological motivations behind the support for right-wing populism. It bridges the findings regarding the economic and sociocultural conditions implicated in the rise of right-wing populism and the findings regarding leadership processes necessary for it to find its political expression. The conditions are interpreted as producing violations to established expectations regarding self-importance via the gradual repeal of the traditional criteria by which members of hegemonic groups evaluated their self-worth. Populist leaders propagate a social identity organized around the collective narcissistic resentment, enhance it, and propose external explanations for frustration of self and in-group-importance. This garners them a committed followership. Research on collective narcissism indicates that distress resulting from violated expectations regarding self-importance stands behind collective narcissism and its narrow vision of “true” national identity (the people), rejection and hostility toward stigmatized in-group members and out-groups as well as the association between collective narcissism and conspiratorial thinking.

Leader's vision articulation is recognized as a vital part of successful leadership. Despite that the sound measurement of vision articulation has been widely neglected by scholars so far. Therefore, we developed and validated a 22-item instrument to comprehensively measure leader's vision articulation in two studies (overall N = 496). Theoretically derived dimensions are: Comprehensibility, Empowerment, Self-worth, Salience and Continuity of Collective Values, Relation to and Change of Intermediate Goals, Promotion and Prevention Focus, and Personalization. CFA supported a revised seven-factor model with a combined Values- and Goals-factor and no Prevention Focus-factor across the two studies. Correlations with leadership styles (i.e., transformational and identity leadership) suggest construct validity. Correlations and partial correlations with employee outcomes (i.e., affective commitment, occupational self-efficacy, innovative work behavior, job satisfaction, satisfaction with the leader, and team identification) suggest criterion validity. Regression analyses including transformational leadership and the vision articulation subscales further provide evidence for incremental criterion validity.

Although it is well-established that religious individuals tend to volunteer more than the non-religious, few studies have examined motivations to volunteer as a potential explanation for this relationship. The present research takes a functional approach to examine whether religiosity drives volunteerism by promoting certain motivations for volunteering. Two common theories of religious prosociality are considered: (1) religious belief increases volunteering through internalized prosocial values, and (2) religious service attendance increases volunteering by fostering social relationships, hence increasing social reasons for volunteering. In two studies, Values-based and Social-based motivations to volunteer are tested as mediators in the relationship between religiosity (both belief and service attendance) and volunteering. Study 1 used a predominantly university student sample (N = 130) to predict volunteering intentions, whereas Study 2 employed an Australian community sample (N = 772) to predict self-reported volunteer hours. Both studies show consistent findings that the Values motive mediated the relationship between religious belief and volunteering, whereas the Social motive did not mediate the relationship between religious service attendance and volunteering. We find support for the theory that religious beliefs boost volunteerism by promoting humanistic reasons for volunteering.

Social identity validation occurs when someone receives recognition as a member of their ingroup. Building on uncertainty-identity theory and social identity research, we conducted a study (N = 249) of identity validation processes. We measured (a) identity centrality, and manipulated (b) feedback, (c) source of feedback, and (d) the feedback source's prototypicality, and assessed their effects on feelings of validation, and evaluation of the source and the source's group. As hypothesized, ingroup validation created the strongest sense of validation. Evaluations of the feedback source depended on the feedback and participants' identity centrality. As hypothesized, a four-way interaction between the four predictors emerged on evaluation of the feedback source's group. Implications for intra- and intergroup dynamics and future research are discussed.

The number of women who remain childfree is on the rise, as documented by demographic statistics. Yet, because research on women in the workplace has so far been focused on documenting the motherhood penalty in the workplace, childfree women have remained almost invisible. Relying on empirical data and theoretical arguments, the present paper gathers evidence that deviating from the motherhood mandate may have negative consequences for women's work–life. An integrative framework is offered which posits that childfree women's characteristics and features of the workplace interact in a unique and potentially underestimated way to impact childfree women's quality of work–life. Childfree women's characteristics include age, sexual orientation, ethnicity, and social class. Features of the workplace pertain to the culture of the organization and job characteristics. Quality of work–life encompasses career outcomes (i.e., pay and position, hiring and evaluation) and working conditions (i.e., work–life balance, workplace incivility). Drawing on the proposed framework, I suggest several research avenues and consider the challenges of exploring the issue of childfree women's work–life within interdisciplinary research teams, and from an intersectional perspective.